Recruitment - Getting it Right First Time!

Recruitment - finding the right person with the right skills, right knowledge and right attitude to work can be a major headache for any employer. 

It is especially daunting for smaller SME's who do not have the luxury of their own in-house HR Manager. 

Recruitment Agencies purport to have the solution, but many businesses find themselves bombarded by CVs that have no relevance to their vacancy and end up paying extortionate placement fees.

So what is the solution to the Recruitment dilemma? 

Simone Greasley is our EMS HR Specialist.   With over 15 years experience of managing bespoke recruitment campaigns for SME's, Venture Capital businesses, public and private sector companies, Simone shares with us her top ten tips for successful recruitment:-

Recruitment - Top Ten Tips

1. Create a Job Description and Person Specification for the role
   Identify what job you are trying to fill.  Establish the knowledge, skills and attitude the candidate requires.  Use these documents as templates to find the ideal candidate.
   
   

2. Instigate a competitive remuneration package to attract quality candidates
   Conduct market research on competitors.  The remuneration package must fit with the Company's salary structure and be attractive to candidates.
   
   

3. Identify chosen recruitment mechanisms to advertise the vacancy
   Choose recruitment media carefully.  Identify where candidates will hunt to see your vacancy (eg: Press, Web, JobCentres, Recruitment Fairs). Advertise vacancies via your own website and intranet.
   
   

4. Advertise every vacancy internally
   You don't know who may be seeking to change their role or you may forget the skills set of some of your employees - advertise the vacancy internally as well as externally.
   
   

5. Design and manage an interview and assessment process that befits the vacancy
   You must adopt a structured recruitment process that complies with Equal Opportunities legislation so that no applicant is treated less favourably.  People conducting the interviews must be appropriately trained.
   
   

6. Remember the interview is a two-way discussion/meeting
   The interview is an opportunity for you to establish the candidate's skills set.  It is also an opportunity for the candidate to see if they would like to work for you!  A structured informative interview will always bring out the best qualities in a candidate.
    

7. Use an Assessment exercise to check the candidate's skills
   Some candidates have excellent interview techniques - check their skills by asking them to undertake an assessment exercise that is relevant to the job role.
   
   

8. Check candidate's references and their ability to work in the UK
   It is a legal requirement that an employer must check someone's right to work in the UK under the Asylum & Immigration Act (1996) before appointing them to do the job.
   
   

9. Formally offer the role to the candidate
   Issue an Offer letter and Job Description to the prospective employee and deliver a Contract of Employment within the legal timeframes.
   
   

10. Induction & training programme
    Put in place a structured Induction programme for the new employee and action any training needs.  This will ensure they reach maximum effectiveness within a short time period.  Allocate a mentor to guide them through the initial months of employment.

By taking these simple steps a successful appointment can be achieved.